|
FAQs
Can I enroll my family members for disability coverage?
No. The Corporation's disability plans are designed to replace your income as an employee if you cannot work. They do not include provisions for covering family members who are not McGraw-Hill employees.
Do I get paid for holidays or vacation while I'm on disability?
Although you get paid for holidays while you are receiving disability benefits, these holidays are paid at the same rate as your disability. Example, if your disability is at 2/3 pay, then any holidays during your disability period will also be paid at 2/3 pay.
Holidays that occur during your disability do not extend your disability leave beyond 26 weeks. You cannot receive holiday and vacation pay at the same time you are receiving disability benefits.
If you are on maternity leave, you can take vacation time after your disability benefits end and prior to taking an unpaid leave. You must take all but one week of vacation after your maternity leave before you take any unpaid leave.
How do Worker's Compensation benefits I receive affect my McGraw-Hill disability benefits?
When you file a claim for Worker's Compensation, you are required to contact the Human Resources Service Center at 1-888-THE-HRSC (1-888-843-4772). Your disability benefit will be reduced by the amount of any Worker's Compensation benefits you receive.
What happens If I'm still disabled after I use all of my STD benefit paid at 100%?
After your period of 100% Salary Continuation, if you are still disabled as defined by the STD Plan, the second part of the STD Plan takes over—the Accident and Sickness (A&S) portion. The A&S portion pays two-thirds (2/3) of your compensation when your salary continuation benefits end, up to a maximum of 26 weeks of combined STD payments. The chart below shows you examples of how this works.
If your continuous service is at least…
|
You receive payments from
|
The Salary Continuation Portion (100%) for…
|
|
The Accident & Sickness Portion (2/3) for…
|
|
For a combined maximum of…
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
What is a "recurring disability" under the STD Plan?
If you return to work and become disabled again because of the same or a related condition within two weeks after your approved Short-Term Disability (STD) leave ends…
-
your recurrent disability is considered one period of disability. Your STD benefits resume on the day after the recurrence, taking into account any STD benefits already received. As before, your benefit during your recurrence is based on your continuous service on the day before your disability began.
You become disabled and your length of service with the Corporation makes you eligible for 20 days of Salary Continuation at 100%. You come back to work after using only 12 days. After one week back at work, you have a recurrence of your disability. You are still eligible to receive 8 additional days (20–12 used = 8) of paid STD benefit at 100%. If your recurring disability requires you to be out of work longer that the 8 days, then the Accident and Sickness portion of the plan takes over and any additional days would be paid at two-thirds pay.
If you return to work and become disabled again because of the same or a related condition more than two weeks after your approved STD leave ends, or if the new disability is unrelated to the original one, then your disability is considered a new period of disability. You will receive STD benefits for up to a maximum of 26 weeks. Your Salary Continuation portion benefits, however, will be limited to no more than the number of weeks to which you are entitled because of your continuous service within a 12-month period beginning and ending with the anniversary of your date of employment (also known as your continuous service date).
How does long-term disability work and how much does it pay?
When you are totally disabled as defined by the long-term disability (LTD) Plan and are unable to work for more than 26 weeks, the Corporation's LTD Plan provides income continuation.
The basic long-term disability (LTD) benefit is provided by McGraw-Hill at no cost to you. Basic LTD coverage provides you with 50% of your eligible compensation, up to a maximum monthly benefit of $10,000. The benefits you receive from the Basic LTD Plan are taxable. This means that all income and Social Security (FICA) taxes are withheld from your LTD benefit payments.
Supplemental LTD benefits can provide additional coverage of 16-2/3% of your annual salary. When combined, the basic LTD benefit and the supplemental LTD benefit provide 66-2/3% of your eligible monthly compensation, up to a maximum of $20,000 per month.
Because you pay for supplemental LTD coverage through payroll deductions on an after-tax basis, your supplemental LTD benefit, if you receive one, is generally not subject to federal income tax.
Who can purchase supplemental LTD coverage?
If you are a new employee and are benefits-eligible, you can enroll for supplemental LTD coverage within 30 days of your hire date without providing evidence of insurability (EOI).
If you are a benefits-eligible employee and enroll for LTD supplemental coverage more than 30 days after your hire date, you must provide EOI, which is subject to insurance company approval, before you will receive coverage. Providing EOI may include completing a medical questionnaire and/or having a physical evaluation. The Corporation pays the cost of obtaining this evidence, including the cost of the physical examination.
How does a "recurring disability" work under the LTD Plan?
If you return to active, full-time or part-time work after receiving benefits from the LTD Plan and then are totally disabled again (as defined by the LTD Plan) within six months due to the same condition, your LTD payments resume. Your monthly LTD payment will be the same amount you were receiving before your temporary return to work.
If you return to active, full-time work after receiving benefits from the LTD Plan and then are totally disabled again more than six months later due to the same condition, the new disability is considered a separate illness. In this case, you are covered first by the STD Plan and then need to apply for LTD benefits.
If you return to active, full- or part-time work after receiving benefits from the LTD Plan and you then become totally disabled by an unrelated illness or injury, the new disability is considered a separate illness. In this case, you are covered first by the STD plan and then need to apply for LTD benefits.
Are there disabilities not covered by the LTD Plan?
Yes. Review the relevant information from the benefits Summary Plan Descriptions regarding what is not covered and pre-existing conditions.
|
